Addressing Bias in Virtual Meetings

With the onset of a global pandemic, organizations are using video conferencing now, more than ever. With this new reality there’s also an issue happening beneath the surface with platforms like Zoom, Teams and Skype beyond stress and mental health that’s affecting its users.

If not addressed properly, these platforms can become settings for unconscious bias. Those biases can be related to gender, race, ethnicity, sexual orientation, etc.

Unconscious bias can intersect with language, symbolism and nonverbal cues that reinforce normative social identities with respect to gender, race, sexual orientation, gender expression and socioeconomic status.

For example, in a recent videoconference, participants were asked to name the “strangest” food they have ever eaten. While there was no intention to insult anyone’s cultural eating habits, it’s easy to see how responses to this question can be very offensive. Questions like this are a cesspool for cultural biases. If one’s eating habits are outside of the dominant culture’s perception of “normal” food, everything else is seen as “strange.” These types of biases create microaggressions for those outside of dominant culture. 

Additionally, microaggressions can be communicated in virtual meetings just as they are in face-to-face meetings. Microaggressions are brief, commonplace verbal, behavioral or environmental indignities that communicate hostile, derogatory or negative slights related to race and other identity points.

For example, during a virtual meeting I attended, a white facilitator lamented that there weren’t any diverse people to help with an analysis. Yet, when several participants clarified that they were persons of color, the facilitator said, “I mean someone who can speak eloquently about this topic.”

Virtual meetings are not going away any time soon, maybe never, so what can we do? 

Use inclusive language. Using inclusive language validates the participants’ diversity of experiences, including participants whose lives may be unduly affected by COVID-19.

Approach conversations with sensitivity to differences. Think icebreakers through and be mindful of how the question might negatively impact others. Instead of asking, “What’s the strangest food you have ever eaten?” ask, “If you could share one meal that you grew up on what would it be, and why?”     

Symbolism. Be conscious about what your “virtual environment” might symbolize. It’s unlikely that in face-to-face meetings that participants are seated in front of a wall of family photos. While virtual backgrounds may be a way for participants to express themselves, it is important to understand who is being excluded and included with these types of actions. To mitigate the potential of exclusion, some organizations are guiding participants to consider background choices to reflect the organization’s values, as opposed to personal choice.

Challenge microaggressions. Be a strategic ally in calling out microaggressions when they occur. This can be done by naming microaggressions on the spot or addressing them privately. It is important to share how the microaggressions affected you and may have affected others and to provide tools for improving skills.

Consider timing. Respect people’s space in long videoconference settings by building in frequent breaks. Due to a variety of factors, such as the need to care for self or for a family member with a disability, or children, participants may need frequent breaks.

By understanding unconscious bias in virtual settings, you can mitigate microaggressions and their impact on the participants. Without paying attention to how unconscious bias and how dominant paradigms get reinforced, we risk unintentionally alienating and potentially harming people.

If you’re ready to address these types of issues in your organization, let’s connect!